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Defending the HR Profession

Paul Carter

Hello everyone

I am writing a blog and producing a podcast to stand up for the HR profession and need your contributions. This is in response to the anti-CIPD posts on LinkedIn and The Times article 'How HR took over British business and got in the way of actual work' and the Financial Times article 'Does HR still need humans?' and the Josh Bersin podcast 'Is the HR Profession as we know it doomed?' There are many more examples too.

I am forming a virtual shield wall to protect our profession that puts food on our tables and makes a difference to our employers.

Q) Are you aware of the prolonged criticism of CIPD and the HR profession?

Q) Have you responded to the criticism? Is it a worthwhile discussion to have?

Q) Is it easy to criticise the HR profession because it has an image problem?

Q) Does it make you worry about your jobs?

Q) Anything else you would like to say?

Please let me know if you would like your responses to be included in my blog and/or would like to feature in my podcast. You can see my podcast here https://www.watchingworkingliving.co.uk/podcasts 

Thanks

Paul

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  • Q) Are you aware of the prolonged criticism of CIPD and the HR profession?

    HR has often been the subject of complaints. Its nothing new, lots of new(ish) laws,, GDPR and especially the 'wokery' issues and ham fisted attempts to deal with the latter (Xmas cancelled as it might upset someone) hasn't helped.
    My brother was a part of the senior management team in a large company in the 1980s when I started my DPM at uni. My brother made it quite clear why they would never have a HR department. "HR are often explaining why you cant do this or that but they don't run the company and don't have to take calculated risks. We'd never survive - running a company is about taking calculated risks".

    Q) Have you responded to the criticism? Is it a worthwhile discussion to have?

    Sometimes its best not to respond - you just feed the monkeys.

    Q) Is it easy to criticise the HR profession because it has an image problem?

    HR only has an image problem when it performs poorly. I've not come across it personally. Management often sees HR, done badly as a barrier to getting things done. Many HR functions don't have to take the risks that other management functions often have to. I have never had to say that, "if you do this, we might get taken to a tribunal and loose, ............ etc.,.". Thats not the way to do it. I would have said something along the lines of,
    "There are a couple of ways to handle this, A, B C & D., B is probably the least risky course but obviously it is your decision. There is a risk, but its rather low. Management runs the company not HR.

    Q) Does it make you worry about your jobs?
    Not at my age. Even if I was in my 20s, there's always the opportunity of doing something different for a living.

    Q) Anything else you would like to say?

    Lots, I'm rather busy at the moment though. :-)
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  • Q) Are you aware of the prolonged criticism of CIPD and the HR profession?

    HR has often been the subject of complaints. Its nothing new, lots of new(ish) laws,, GDPR and especially the 'wokery' issues and ham fisted attempts to deal with the latter (Xmas cancelled as it might upset someone) hasn't helped.
    My brother was a part of the senior management team in a large company in the 1980s when I started my DPM at uni. My brother made it quite clear why they would never have a HR department. "HR are often explaining why you cant do this or that but they don't run the company and don't have to take calculated risks. We'd never survive - running a company is about taking calculated risks".

    Q) Have you responded to the criticism? Is it a worthwhile discussion to have?

    Sometimes its best not to respond - you just feed the monkeys.

    Q) Is it easy to criticise the HR profession because it has an image problem?

    HR only has an image problem when it performs poorly. I've not come across it personally. Management often sees HR, done badly as a barrier to getting things done. Many HR functions don't have to take the risks that other management functions often have to. I have never had to say that, "if you do this, we might get taken to a tribunal and loose, ............ etc.,.". Thats not the way to do it. I would have said something along the lines of,
    "There are a couple of ways to handle this, A, B C & D., B is probably the least risky course but obviously it is your decision. There is a risk, but its rather low. Management runs the company not HR.

    Q) Does it make you worry about your jobs?
    Not at my age. Even if I was in my 20s, there's always the opportunity of doing something different for a living.

    Q) Anything else you would like to say?

    Lots, I'm rather busy at the moment though. :-)
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